How HR can increase resume delivery volume

Recently, many HRs have said: the volume of resumes has dropped sharply!! It is normal for there to be few resumes in the off-season for recruitment, but it is not normal to receive less than one in a day. .

The most important thing is that other companies do not necessarily receive fewer resumes. I heard that NetEase received 4,000 resumes a few days ago! It was 4,000, not 40, not 400!!

Of course, companies have different reputations, and it is normal for job seekers to yearn for big companies and famous companies. But the gap can't be so big, right? It's 4,000 for others and 0 for you, which is a bit unreasonable.

Having said that, how to increase the number of resume submissions?

Although having more resumes does not mean that there are more suitable people, at least the choice space is larger, right? After all, the number of resume submissions How can you recruit suitable candidates if you haven't been accepted yet?

In addition to spending money to place job advertisements at the top, what else should you do?

1. Accurately set keywords

< p> When job seekers search for positions on recruitment websites, the displayed results are ranked based on the matching degree of keywords. The higher the match between the job keywords set by the company and the keywords searched by job seekers, the company's recruitment advertisements will be displayed at the front, the higher the chance of job seekers, and the greater the chance of submitting resumes.

In addition, if the job keywords are comprehensive enough, the higher the probability of being searched, the more frequently the company will be exposed to job seekers. Therefore, job keywords must not only be precise, but also comprehensive.

How to set keywords?

1. Extract job keywords from various aspects such as job name and job description.

For example, if you are recruiting a "beauty instructor" and you need her to be "responsible for the sales of ** products" and "have more than one year of daily chemical line sales background", then you can choose the job title "beauty instructor" as the keyword. At the same time, you can also select "sales" in the job responsibilities, "daily chemical line sales" in the job requirements, etc. as keywords.

2. Try to use popular and general words and avoid company-owned or proprietary words.

If certain positions or job titles are exclusive to your company, the chance that job seekers will use these words as search keywords is relatively small, and the chance of the position being displayed is relatively small or even non-existent. Therefore, when we extract job keywords, we need to consider the familiarity of the keywords. If the familiarity is low, we should try to replace them with popular and common words.

3. Select multiple titles for the same position as position keywords.

In the recruitment process, we often encounter situations where different companies have different titles for the same position. For example, "sales" can also be called "salesman", "salesman", and "marketing staff". Therefore, when setting job keywords, you may wish to set multiple titles of a position as keywords.

4. Job keywords should be short and concise.

5. At the same time, set job keywords with different expression accuracy.

6. Appropriately expand the regional scope and set regional keywords

2. Update recruitment information in a timely manner

Thousands of recruitment information are published every day on the recruitment website. The company's recruitment information will be deleted accidentally, so HR needs to refresh it frequently, firstly to ensure that the advertisement does not sink to the bottom, and secondly, to ensure that the update time is the latest, so that job seekers know that you are recruiting.

The refresh time must also be grasped, because job seekers still need to work during the day, so the time for submitting resumes is generally concentrated during lunch break and after get off work. Therefore, HR tries to refresh the company's recruitment information during these two time periods.

3. The recruitment copy should be concise and clear

Once the keywords are set and the job seekers are directed to the company’s recruitment page, the recruitment copy is very critical. The content of the copy affects whether the job seeker submits the application. Resume, so this recruitment copy must be written well.

In summary, recruitment information must be “complete, excellent, true and new”.

Complete: Information about the company profile, job responsibilities, job requirements, salary and benefits, work location, working hours, contact information, etc. must be comprehensive.

Excellent: If the company has extraordinary advantages, please don’t be stingy and show them off. Such as paid annual leave, generous year-end bonus, afternoon tea, department activities, etc.

True: The content of the copy must be true and not fabricated out of thin air in order to trick job seekers into submitting resumes. If it is discovered, it will not only reduce the credibility of the company, but also deal a big blow to the company's image.

New: Most of the current recruitment targets are those born in the 1990s. For these job seekers, fresh recruitment advertisements are more attractive, so the company's recruitment information can have some innovations.

Previously, the website also published an article on how to write recruitment copy "How to Write Interesting Recruitment Copy". Children who are interested can read it.

In fact, the most important and critical thing is to do a good job in brand building. Only when the company's external image is good, job seekers will naturally be attracted.